The majority of those who seek help through Assist U - EAP will refer themselves. Through publicity and word-of-mouth, employees learn about the program and make contact with the EAP.
The self-referral process encourages employees to seek assistance while problems are still relatively easy to solve and before they begin to seriously affect job performance. A telephone call to the Assist U office is all that is necessary to arrange a confidential appointment.
EAP counselors are forbidden by state law and by professional ethical codes to reveal any information about an individual to anyone, unless the individual specifically instructs the counselor, in writing, to do so. Maintenance of confidentiality is essentially if employees are to overcome barriers to seeking assistance.
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Employees who voluntarily seek assistance from supervisors, Human Resources staff and fellow employees may receive encouragement to obtain services through the EAP, or a reminder that help exists and is available to them through the EAP.
An informal referral may be made during a meeting between the supervisor and the employee.
Inform the employee that talking over problems with an EAP counselor can break down large problems into manageable components. Explain to the employee that the EAP is a confidential service and that the EAP office purposely has been located away from the company's office(s) to protect privacy.
Do not initiate discussion of personal issues. However, when a problem is acknowledged, such as alcoholism or drug abuse, emotional, financial or personal problems, encourage the employee to contact the Employee Assistance Program for information, or assistance. If possible, a prior telephone call should be made to the EAP to discuss the potential referral.
Informal supervisory referrals are treated like self-referrals by the EAP. Employees should be encouraged to schedule their initial appointment without the help of the supervisor. Strict confidentiality will be maintained.
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When personal problems have severely affected an employee's work performance and there is general concern for an employee's well being, and/or sufficient cause for termination of employment, the supervisor may wish to consult with the EAP. If it is determined that the EAP may be beneficial to the employee, then the following steps should be taken:
The supervisor may need to consult with Human Resources to discuss the advisability of placing the employee on a performance improvement plan.
Schedule a meeting with the employee to discuss the referral to the EAP. The meeting should focus on your concerns retarding work performance. Let the employee know what you have observed and what you expect the employee to do, to attain satisfactory job performance.
Be prepared to cope with the employee’s resistance, denial, defensiveness, or even hostility. If the employee diverts the discussion to side issues, you should re-focus the conversation back to work performance, using any documentation you have prepared. Remain impartial and do not get drawn into arguments.
The supervisor will then make a formal referral to Assist U using a copy of the Supervisor Referral forms and fax them to (650) 697-8713. Participation in the EAP must always be voluntary.
The length of participation with the EAP, will depend on the nature of the work performance problems and the type of recommended counseling program, and not limited to a specific number of sessions. The Assist U counselor, in cooperation with the employee’s supervisor, will determine an appropriate performance improvement plan. During this performance improvement period, the supervisor will establish with the employee, clear and realistic performance goals and time tables for goal attainment.
The employees should be advised to call and make their own appointment. The appointment should be made in accordance with company policies.
With written permission, the Assist U counselor will advise the supervisor whether, or not, the employee is attending sessions.
A follow-up to the initial meeting is most importance in correcting the declining job performance. The second meeting can be set-up during the first interview, and allows you to recognize improved performance, or set in motion further/final disciplinary action.
Print Referral Form
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